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- 🇫🇮FI · Management#3210K to 30K
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5K to 15K🎙 ~2x weekly·131 episodes·Last published 5d ago - Monthly Reach
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10K to 30K🇫🇮100% - Active Followers
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3K to 9K
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On the show
From 10 epsHost
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Recent episodes
Compensation in the age of AI: Innovation, governance, and trust
Jun 22, 2026
45m 53s
EU pay transparency directive debrief: The deadline has passed. Now what?
Jun 16, 2026
39m 11s
What your ELT really wants to know about pay. A CPO and CFO conversation
May 22, 2026
1h 02m 45s
Why skills-based pay is finally within reach
May 8, 2026
33m 11s
We have an announcement...
Apr 21, 2026
18m 13s
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| Date | Episode | Topics | Guests | Brands | Places | Keywords | Sponsor | Length | |
|---|---|---|---|---|---|---|---|---|---|
| 6/22/26 | Compensation in the age of AI: Innovation, governance, and trust | Compensation professionals are no longer asking whether AI will change their work—they're asking how, where, and how fast. Teams are experimenting with tools like Claude, Copilot, and ChatGPT to help analyze data, draft communications, support pay decisions, and streamline compensation processes. Vendors are rolling out AI features and workflows in their products. At the same time, leaders are navigating legitimate questions about data privacy, governance, accuracy, and trust. Some see AI as the next major transformation in compensation management. Others worry we're moving faster than our ability to validate the outputs these tools produce. The reality is probably somewhere in between. In this episode of Comp and Coffee, Ruth Thomas is joined by Paul Reiman, Founder and Managing Partner at Novo Insights, and Giac Soliman, Founder of Range and former Head of Compensation, to explore how AI is reshaping compensation—and what leaders should do next. Resources: The comp pro’s definitive guide to AI - https://www.payscale.com/research-and-insights/ai-compensation-management-guide Connect with Giac on LinkedIn: https://www.linkedin.com/in/gsman/?skipRedirect=true Connect with Paul on LinkedIn: https://www.linkedin.com/in/paulreiman/ Connect with Ruth on LinkedIn: https://www.linkedin.com/in/ruththomas1/ Email: coffee@payscale.com for listener questions and suggestions | 45m 53s | ||||||
| 6/16/26 | EU pay transparency directive debrief: The deadline has passed. Now what? | For the last three years, organizations across Europe have been preparing for the biggest shift in pay transparency and pay equity regulation in a generation. The EU Pay Transparency Directive promised to reshape how employers think about compensation — from pay structures and job architecture to reporting obligations and how employees access pay information. Now, the transposition deadline has arrived. And the picture is... complicated. Some countries met the deadline. Many didn't. What's emerged is a patchwork of requirements across member states — some with finalized legislation, others still working through it. Employers are left interpreting new guidance, confronting practical challenges around job evaluation, data governance, and pay reporting, and figuring out how to communicate all of this to their workforce. So what should employers actually be doing right now? We've brought together an expert panel today to cut through the noise. In this episode of Comp and Coffee, Ruth Thomas is joined by pay transparency experts Vicky Peakman, Founder of Fair Pay Partners, David Lorimer – Partner, Lewis Silkin, and Tom Heys, Pay Reporting Lead at Lewis Silkin. Resources: Pay transparency tracker: https://www.payscale.com/featured-content/pay-transparency-legislation EU pay transparency directive FAQ's: https://www.payscale.com/compensation-trends/eu-pay-transparency-directive-faqs | 39m 11s | ||||||
| 5/22/26 | What your ELT really wants to know about pay. A CPO and CFO conversation | Compensation is no longer just an HR process. It is a business decision that executive teams are paying close attention to. In this special podcast episode, adapted from a recent Payscale webinar, Chief Product Officer Lexi Clarke and Chief Financial Officer Philip Watson discuss how organizations can rethink compensation reporting to better align with business goals and executive expectations. Drawing from insights in Payscale’s 2026 Compensation Best Practices Report, they explore the questions leadership teams are asking after recent merit and pay cycles, including how compensation impacts retention, performance, and financial outcomes. The conversation also covers why traditional HR metrics often fall short and what compensation leaders should bring into strategic business discussions instead. In this episode, you will learn: • The compensation questions executive teams are asking right now and why they matter • Where traditional HR metrics fall short and what to bring into the conversation instead • How to connect pay decisions to outcomes like retention, performance, and cost Want the full experience? Watch the webinar recording and access the presentation slides to dive deeper into the discussion: https://www.payscale.com/research-and-insights/what-your-elt-really-wants-to-know-about-pay | 1h 02m 45s | ||||||
| 5/8/26 | Why skills-based pay is finally within reach | For decades, organizations have talked about paying for skills instead of jobs. The idea is simple. Reward people based on what they can do, not just the role they hold. But in practice, it has always been difficult to execute. Skills are hard to define, harder to measure, and nearly impossible to track consistently across a workforce. At the same time, the market is shifting fast. AI-related skills are in high demand, showing up in job postings across industries. But new data shows those skills don’t always translate into higher pay. So organizations are facing a disconnect. They know skills matter more than ever. But they don’t yet have the systems or structures to consistently pay for them. In this episode of Comp and Coffee, Ruth Thomas is joined by Sara Hillenmeyer, VP of AI and Data Science at Payscale, to explore why skills-based pay has remained out of reach and why that may finally be changing. Together they unpack how AI is reshaping demand for skills, why the market isn’t consistently rewarding them yet, and what needs to happen for skills-based pay to become a reality at scale. This conversation looks at the data, the technology gap, and the structural shifts required for organizations to move from jobs-based to skills-based compensation. | 33m 11s | ||||||
| 4/21/26 | We have an announcement...✨ | compensationpay transparency+3 | Lexi Clarke | Payscale Intelligence CloudWorldatWork Total Rewards 2026+1 | San Antonio | Payscale Intelligence CloudTotal Rewards 2026+2 | — | 18m 13s | |
| 3/25/26 | Pay equity isn't dead✨ | gender pay gappay equity+2 | Vicky PeakmanLulu Seikaly | Fair Pay PartnersComp and Coffee+1 | — | 2026 Gender Pay Gap Reportcompensation budgets+1 | — | 39m 42s | |
| 3/15/26 | The hidden cost of peanut butter pay✨ | compensationperformance pay+2 | Marc MullisBrittany Vogel | Payformance PartnersComp and Coffee+2 | — | performance differentiationnon-base pay tools+1 | — | 32m 45s | |
| 2/24/26 | When pay research speaks: What HR and compensation leaders need to know now✨ | HR systemscompensation trends+3 | Stacey HarrisAmy Stewart | HR Systems SurveyPayscale’s 2026 Compensation Best Practices Report+3 | — | pay researchHR leaders+3 | — | 37m 54s | |
| 2/24/26 | The business impact of confident pay✨ | compensationbusiness performance+2 | Amy StewartBrittni Beers-Branco+1 | PayscaleComp and Coffee+1 | — | Payscale2026 Compensation Best Practices Report+2 | — | 36m 34s | |
| 1/20/26 | What's in and out for HR and compensation in 2026: Predictions, opportunities, and challenges✨ | HRcompensation+3 | — | Payscale End-of-Year reportCompensation translator+2 | — | predictionsopportunities+2 | — | 38m 32s | |
Want analysis for the episodes below?Free for Pro Submit a request, we'll have your selected episodes analyzed within an hour. Free, at no cost to you, for Pro users. | |||||||||
| 1/5/26 | Lost in translation: How HR, finance, legal, and leadership can finally speak the same language about pay✨ | paycompensation+5 | Hannah BeaverKim O’Grady | compensation translatorHR+2 | — | fairnessequity+6 | — | 34m 05s | |
| 11/13/25 | Pay transparency again? What you actually need to know for 2026✨ | pay transparencystate laws+1 | Vicky PeakmanLulu Seikaly | salary budget surveyComp and Coffee+2 | U.S.Canada+1 | 20252026+2 | — | 35m 19s | |
| 11/7/25 | AI overload? What HR Tech 2025 got right (and wrong)✨ | AIHR Tech+2 | Peh Keong TehOlivia Sedler+1 | PayscaleHR Tech 2025+5 | — | HR professionalsAI in HR+1 | — | 36m 23s | |
| 11/3/25 | The most important pay conversations you're not having✨ | pay conversationspay transparency+3 | Lexi ClarkeLauren Hein+1 | PayscaleComp and Coffee+1 | — | trustdisengagement+2 | — | 36m 35s | |
| 9/29/25 | Pay transparency in practice: Making pay a universal language | Pay transparency laws are forcing the conversation—but alignment is what makes it stick. When it comes to pay transparency, HR, Legal, and leadership often speak in different “dialects.” HR frames it around equity and structure, Legal around compliance and risk, and leadership around outcomes and cost. The challenge? These perspectives rarely align into a shared understanding that employees can trust. In this episode of Comp and Coffee, we’re bringing together three leading voices to explore how organizations can move beyond compliance and turn transparency into a universal language of trust and alignment: Ruth Thomas – Chief Compensation Strategist and pay equity thought leader and advisor, helping organizations build consistent, bias-free pay practices. Lulu Seikaly – Corporate attorney guiding employers through the legal realities of pay transparency laws. Elaina Van Kirk, PHR – Principal Consultant at Exude Human Capital, advising organizations on compensation, performance, and inclusive culture strategies. Together, they’ll uncover how HR, Finance, and Legal can stop speaking past each other—and start building a pay narrative that employees not only understand but believe. | 29m 35s | ||||||
| 9/18/25 | Salary budgets are shifting — here’s how to stay ahead | Salary budgets are tightening — but strategy doesn’t have to. Payscale’s 10th Annual Salary Budget Survey reveals that planned pay increases for 2026 are dipping slightly from 2025, with economic uncertainty replacing competition for talent as the top driver of budget changes. But even in a cooling pay environment, HR and comp pros have a window to realign strategy before Q4 — if they have the right data in hand. In this episode of Comp and Coffee, host Ruth Thomas sits down with Amy Stewart, Payscale’s Principal of Research & Insights, and Kathryn Gombos, HR & Total Rewards Leader and Founder of Gombos Group. Together, they unpack the latest salary budget trends, explore what’s behind the shifts, and share how organizations can use these insights to plan smarter, communicate with confidence, and navigate survey season without burning out. 2025–2026 Payscale Salary Budget Survey - https://www.payscale.com/featured-content/salary-budget-survey-sbs Email: coffee@payscale.com for listener questions and suggestions | 27m 44s | ||||||
| 8/27/25 | Fair pay means nothing if no one believes it | Fair pay means nothing if no one believes it. That’s the wake-up call from Payscale’s latest Fair Pay Impact Report. Despite rising wages, transparency laws, and improved market conditions, employees don’t believe they’re being paid fairly—and it’s costing businesses their best people. In this episode of Comp and Coffee, host Ruth Thomas is joined by Lexi Clarke and Kate Peter—three women in the C-suite who are putting fair pay back at the top of the agenda. They unpack what the data tells us, what it feels like as leaders, and what needs to happen next. Episode Resources: Fair Pay Impact Report - https://www.payscale.com/research-and-insights/fair-pay-impact Email coffee@payscale.com for listener questions and suggestions Connect with us Email: coffee@payscale.com Website: https://www.payscale.com/ LinkedIn: https://www.linkedin.com/company/payscale X: https://twitter.com/payscale YouTube: https://www.youtube.com/user/payscale Chapters (00:00) Commitment to Fair Pay and Leadership Introductions (02:52) The Importance of Staying Loud About Pay Equity (05:06) Challenges and Realities of Fair Pay Perception (13:14) Economic Pressure and Trends Impacting Compensation Trust (17:06) Defining and Practicing Real Transparency (24:02) Personal Experiences Shaping Pay Advocacy (31:01) Rebuilding Trust Through Honest Conversation | 36m 09s | ||||||
| 8/8/25 | Turning pay into a business driver: A CHRO + CFO conversation | When the CFO asks why… will you panic or present your case with confidence? In this episode of Comp and Coffee, we go behind the scenes with Lexi Clarke and Philip Watson to uncover how HR and Finance can stop speaking past each other—and start building stronger pay strategies together. Whether you're preparing for budget season or defending comp decisions in the boardroom, this episode gives you the language, data, and mindset you need to show that compensation isn’t just a line item—it’s a lever for business success. | 33m 18s | ||||||
| 7/10/25 | The pay crystal ball: predicting the future with Pearl Meyer + Payscale | Compensation isn’t just an HR function—it’s a core business strategy. In this episode of Comp and Coffee, we look into the pay crystal ball with Rebecca Toman of Pearl Meyer, Ruth Thomas, Chief Compensation Strategist at Payscale, and Sara Hillenmeyer, Payscale’s Director of Data Science. Together, they explore how trusted data, AI, and a forward-thinking approach to comp strategy can help organizations not just keep up—but lead. If you care about performance, retention, equity, or executive pay, this episode is your blueprint for aligning comp strategy with long-term business success. | 37m 57s | ||||||
| 6/20/25 | Closing the Confidence Gap: Pay Strategy Challenges in 2025 | What happens when your pay strategy sparks more questions than confidence—and your best people start walking? In this episode, we bring in the experts to tackle the hard truths behind tough pay conversations and how to rebuild trust before it’s too late. Episode resources: https://www.payscale.com/featured-content/cbpr Email coffee@payscale.com for listener questions and suggestions | 39m 44s | ||||||
| 6/13/25 | Compensation History: A Walk Through the Past and Future of Pay | Compensation has come a long way—from handwritten ledgers and dusty binders to AI-powered insights and real-time salary data. But what does the past teach us about where we’re headed? Join us for a nostalgia-packed, future-forward journey through the history of comp, featuring expert reflections from WorldatWork, and predictions from the people shaping the next era of pay. | 53m 56s | ||||||
| 5/1/25 | 113: Gender Pay Gap Report: Facts revealed | What's the state of the gender pay gap in 2025? In this episode Ruth Thomas discusses Payscale's 2025 Gender Pay Gap Report with Amy Stewart, Payscale's principal content strategist and author of the report. Together, they explore the controlled and uncontrolled pay gaps, the impact of pay transparency, and the various systemic factors contributing to the gender pay gap. Gain insights into why pay disparities persist and what organizations can do to address these inequalities. Key Highlights Discussion on the difference between controlled and uncontrolled pay gaps and their current figures. Examination of how pay transparency legislation is affecting gender pay gaps across different states in the U.S. Insights into the systemic issues and historical context driving the gender pay gap, including the role of motherhood. Analysis of specific data showing pay disparities for women of color and in various industries. Recommendations for organizations on measures to close the gender pay gap. Quotes "Pay transparency legislation is showing promise in closing pay gaps, though the impact is gradual." – Amy Stewart "The gender pay gap remains at 83 cents on the dollar for women, highlighting persistent barriers in the workforce." – Ruth Thomas Resources 2025 Gender Pay Gap Report: https://www.payscale.com/research-and-insights/gender-pay-gap/ | 26m 30s | ||||||
| 4/29/25 | 112: Give your salary data strategy a glow up | With the median company now using three salary data sources—and four or more for larger organizations—it’s clear that more data is the norm. But more doesn’t always mean better. Are you truly getting the most out of your investment in compensation data? Or just adding complexity without clarity? In this episode, we break down what an effective compensation benchmarking strategy really looks like—and how to use multiple data sources strategically, not just simultaneously. Resources: 2025 Compensation Best Practices Report Quick Guide - Aggregate salary data strengthens job pricing confidence What's the price of free salary data? Why salary surveys are so darn popular | 1h 00m 50s | ||||||
| 4/16/25 | 111: Leading through the gap: Women, pay equity & the path to the
C-suite | Why has the gender pay gap stalled, and what does it take for women to break into leadership? In this episode of Comp & Coffee, Ruth Thomas sits down with Payscale’s Chief People Officer, Lexi Clarke, and Chief Customer Officer, Kate Peter, to explore the latest findings from the 2025 Gender Pay Gap Report. They discuss the challenges women face in leadership, the role of pay transparency, and what businesses can do to close the gap. Grab your coffee and join us for this important conversation! Key Highlights• Discussion of the persistent gender pay gap and the role of pay transparency in addressing this issue.• Insights from Lexi and Kate on navigating leadership roles as women and overcoming challenges in male-dominated industries.• Analysis of factors contributing to the stalling of pay gap improvements since 2022, with a focus on systemic issues and political influences.• Examination of the motherhood penalty and its impact on women's career trajectories.• The importance of having a "personal board of directors" and being authentic in leadership roles. Quotes• "I want to show her what strong looks like. I want to be messy in front of her and show her that you can lead authentically." – Kate Peter• "You can't unsee the data once you have it, and then you want to act on it." – Ruth Thomas• "Being authentic is my way of making sure I'm doing my best work." – Lexi Clarke ReferencesPayscale's 2025 Gender Pay Gap Report | 45m 54s | ||||||
| 4/8/25 | 110: Key trends from the 2025 Compensation Best Practices Report | Compensation practices are constantly evolving, and staying ahead requires a keen understanding of the latest trends and data. In this episode, we’re sitting down with Amy Stewart, Principal of Content Strategy; Sara Hillenmeyer, Senior Director of Data Science; and Lulu Seikaly, Senior Corporate Attorney, to pour over the latest insights from the Compensation Best Practices Report 2025. We’ll explore the hottest trends in pay strategy, the bold flavors of pay transparency, and the strongest shifts impacting compensation programs today. Key Highlights: —Analysis of the 2025 Compensation Best Practices Report, labeled as "The Year of Contention." —Examination of trends in pay transparency and the legislative impacts on organizations. —Discussion on the increased adoption of AI and compensation technology in HR processes. —Insights into employee demand for transparency and the role of managers in pay discussions. Quotes: —"Organizations are communicating more about compensation practices, and this transparency is being followed by higher investments in compensation data." – Lulu Seikaly —"Companies are increasingly using AI to supercharge their existing HR and compensation teams with real-time data and improved workflows." – Sarah Hillenmeyer Episode Resources: —Get the CBPR 2025 Report: https://www.payscale.com/research-and-insights/cbpr/ —Watch our expert panel: https://www.payscale.com/events/2025-compensation-best-practices-panel/ | 38m 49s | ||||||
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